Crout
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Fortunately for you the HRhero HR Tip of The Week is on how to conduct an investigation, which includes a handy-dandy check list. Good luck.
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mwild has a good point because if you have such a policy in place you can have your cake and eat it too. You could discipline the EE for violating the policy AND accomodate the injury. Again, this has to be a policy that is actually enforced for e…
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Would you make an accommodation for an EE who hurts his/her back at home and comes in with a doctor's note? If so, then you should for this person as well. This is not an FMLA issue UNLESS the EE starts to miss time and requests FMLA. Based on yo…
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I'm not sure where you want to go with this. Are you looking at this "condition" as a disability and are you looking to accommodate the change in duties? I would be careful because the next thing you know half of your employees will run to a docto…
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I agree with ray, but check your state law to make sure that former EE's have no right to view. Keep in mind that the files are PROPERTY that belong to the company.
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Tish, I think you're right. Point it out, document that you've done so and move on quickly before they get a bead on you. Let me guess...her uncle's also the CFO, right?
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Looking at potential liability for your company, I'm wondering how close the FMLA event was to the three days of absence. If the FMLA event occurred around the same period of time, a connection between the two might be plausible; in which case you …
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I'm curious, exactly how does "slap therapy" work? Do you physically assault the employee, or do you privately berate them for their lifestyle choices? Keep in mind that "slap therapy" could work both ways....as in "slapped" with a lawsuit.
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I wouldn't bother trying to fool a doctor into signing off on a so-called "disability." Instead, I like AJ's idea. Why not have a heart-to-heart with your boss? Without pointing fingers, just tell him that trying to maintain a square peg in a rou…
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If the test is required by law prior to employment, (and I'm sure it is) then you are not obligated to pick up the cost. It's on the EE.
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> Question--what do we >do with the manager (the debate here is not over >whether or not to give another warning but >whether or not to suspend and if so, for how >long.) Huh? Are you guys running a pirate ship? Did he act…
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Record each new employee's name and social security number from his or her social security card. Any employee without a social security card should apply for one using Form SS-5, Application for Social Security Card (PDF). The Social Security Admini…
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Yes, I agree. What I was suggesting was that it doesn't sound like this young man has a neurological disorder so much as he may have a little temper and needs to lean to control his mouth.....grow up in other words.
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Good for you for trying to help the kid out. There are lots of places that would have shown him the door after the first outburst, and squandered a potentially valuable employee. As mentioned, the Hollywood version of Tourettes would have you beli…
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If your evidence is solid you can fire him for willful misconduct today. If your evidence is not so solid (how do you "kmow" that he has stolen from you?) then you can exercise other options. For example, you can let him know that having him aroun…
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>Does anyone see a problem with the way this was >handled? In addition to the posts above, I would add that 10 seconds into the yelling and swearing the gentleman in question would have found himself outside of my office, if not the bu…
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There is no "At-Will Law" in New Jersey. There is an at-will doctrine, and if you rely on that quickly eroding guideline to get rid of a troublesome employee without documentation you may find that you are setting your company up for far bigger pro…
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My title is "manager," but I consider myself a soldier.
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I think that would be appropriate, but did you tell him that he has three days to produce the required documents or face termination? If not, what was said?
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How bad you want the employee is irrelevant. You should be obeying the law.
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The INS has already answered this question in Employer Information Bulletin 102. They require original documents, but will accept a receipt for a REPLACEMENT document ONLY if the original was lost, stolen or damaged. If the EE has merely made the …
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So you'd walk a mile for a Camel? Interesting.
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ANY policy you write is going to be ineffective if your managers feel they can selectively enforce it. I would focus my energies on that bigger issue.
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In addition to everything that's been said (all excellent advice) I would have a follow up meeting with him to try and offer him some options, but to also get further into the "snap" comment, which I would interpret not only as a plea for help, but …
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Assuming that James actually has hair. Thank God for my kevlar pocket protector.
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Don, name the time and place. My only other request is that you let me buy.
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If the Steelboys of the world are plants to stimulate debate that means we're all essentially lab rats. Is it possible? Are we all just tools of HR Hero? Is there a gigantic conspiracy to keep us feeding them with opinion? Could the "Magic Bulle…
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Sex? What's that?
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Who came up with the magic number of 2-3 weeks? Have you researched the real estate market in your candidate's region and discovered that the average house in that price range sells within 2-3 weeks? Are you also going to mandate the price as well…
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But real Jersey girls live in Jersey.